Ever wondered what really happens after you hit submit on a workplace application — and what gives someone a real chance to move forward?
This short section explains the aim of the guide and what readers will learn. It outlines the process from first contact to contract, including a recruiter phone screen, a hiring manager interview, role-specific assessments, and background checks. It notes that Caan and Joanne present this structure in a recent video overview and focus on candidate experience and open Q&A.
The tone is practical and people-focused. Candidates will find clear information on who they will speak to, how to prepare at each step, and quick tips to present skills for today and the future. This helps save time and boosts the chance of success when applying across services and technology teams.
What this How-To covers for candidates in Australia today
Here is a clear map of what candidates in Australia can expect when pursuing a role today. The section explains the core process from recruiter phone screen, hiring manager interview and role-specific assessment through to references, checks and an offer.
The how‑to covers a range of roles — technical, digital, corporate and customer services — and explains what differs between teams and services. It summarises paid student and graduate options, including the Career Start – Edge Internship and the 14‑month Graduate program with pathways such as Network Engineering and Software Engineering.
Readers get practical tips on what to prepare from the job ad and role description, the level of preparation recommended, and where to seek support or adjustments during recruitment. It applies across Australia and covers both in‑person and video interactions.
A quick checklist helps candidates track progress from submission to outcome, and later sections go deeper into pathways for students, graduates and experienced applicants seeking a new career or opportunities.
Telstra recruitment process step by step
This section breaks down each step of the recruitment process so candidates know what to expect.
Step 1 is a short recruiter phone screening after an application is reviewed. The call is used to get know little more about the candidate, confirm role fit and answer basic questions.
Step 2 is the hiring manager interview. This deeper interview explores skills, examples of past work and motivation. It often runs via secure video to make scheduling flexible.
Step 3 involves job‑specific assessment tasks. Technical roles may include coding tests; commercial services roles might use a business case. The assessment can occur before or after the interview, depending on the team.
Step 4 covers references, security and background checks. Preferred talent move through these checks and, in some locations, a medical assessment may be required.
Step 5 is a verbal outcome followed by a contract pack. Recruiters share feedback and next steps. Candidates should test audio, video and connectivity ahead of any video interview online and ask about team structure, success measures and timelines during the phone screen.
Preparing a strong application that matches the role and team
A targeted submission that matches the team’s needs makes it easier for hiring managers to spot fit.
Mirror the language from the job ad and highlight measurable outcomes that link to the team’s goals. Use short impact statements to show priority skills and how they would appear in a coding task, case study or system assessment.
Include a brief professional summary that shows strengths, values and personality. Keep it role‑focused so a recruiter or hiring manager can see cultural fit at a glance.
Translate technical work into concise achievements with metrics — uptime improvements, reduced cycle time or faster delivery — so the business value is clear. Add portfolio links or Git repositories that match the likely assessment format.
Structure the CV for easy scanning: clear headings, consistent formatting and recent, role‑relevant achievements. Use the recruiter phone screen to check scope, success measures and timelines before final submission.
Proofread, confirm contact details and save files as PDFs. Align keywords to the job description to help the process move smoothly and ensure examples directly reflect the role requirements.
Standing out in interviews and assessments
Strong interview performance shows clear skills, recent examples and how a person works in a team. Prepare three concise STAR examples that match role‑critical skills and direct experience. Keep each example focused on the situation, actions and measurable outcome.
For business cases or coding tasks, start by stating assumptions. Explain trade‑offs and show structured problem solving. Speak your reasoning so assessors see your approach, not just the final answer.
Test audio and camera before a video interview online, secure a quiet space and place brief notes nearby. Don’t read verbatim — use prompts to stay natural and clear.
Ask about how the team defines success and how work links to customer outcomes. When closing, summarise fit, restate interest and ask about next steps and timelines.
Show learning agility by describing a complex challenge, the chosen approach and the measurable improvement. Treat feedback from assessments as a chance to grow and seek clarity from recruiters when helpful.
Pathways for students and graduates: programs, eligibility and benefits
Students and early career graduates have two clear pathways to gain paid, practical experience while studying or after finishing university.
The Career Start – Edge Internship is a paid, ongoing part-time program that links study to meaningful work. It is aimed at students in their second or third year during the pilot and will open to first-years post-pilot. International students with valid Australian work rights can apply.
Target degrees include Network Engineering, Electrical/Electronic, Telecommunications, Mechanical/Mechatronic, Computer Science, Software Engineering, Business/IT, Commerce and related science or technology fields.
Interns and graduates can work on IoT, SDN, 5G, cybersecurity, drone tech, AI and other emerging areas. Teams use Agile, DevOps, Human Centred Design and Lean ways of working to build practical capability fast.
The 14-month graduate program offers paid rotations across Network Engineering, Software Engineering, Data Analytics, Product & Service Design, Technology Consulting and corporate streams. It includes Accelerator learning, coaching, mentoring and volunteering opportunities.
Applicants should match coursework and projects to the chosen pathway, show role-aligned skills on their CV and prepare documents early in the year. Use the recruiter screen to clarify rotations, team exposure and the support available.
These programs are an opportunity to learn on the job, contribute from day one and build lasting professional skills.
Inclusive hiring and support throughout the process
Inclusive hiring ensures people get practical adjustments that help them show their best at each stage. Candidates can request changes for interviews and assessments, such as extra time, accessible formats or a different location.
The recruitment team can work with a candidate’s disability employment services provider when third‑party support is preferred. Recruiters are trained to run accessible interviews and to arrange reasonable adjustments quickly.
Foundations like a formal Disability Action Plan underpin these processes. Policies such as All Roles Flex allow flexible working and support different stages of life, caring responsibilities and working needs.
Community networks and wellbeing programs add practical help. An LGBTI+ network offers safe spaces and counselling, while Thrive and other initiatives provide mental health resources and online workshops.
Applicants are encouraged to speak openly with their recruiter so the happy work recruitment team can coordinate support. Inclusion is part of everyday team culture, helping reflect the diversity of customers and communities served.
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Understanding Telstra careers, teams and opportunities
Discover practical information about the roles, culture and mobility that help people build a meaningful career in technology and services.
The organisation offers clear streams: digital roles like UX, web and testing; technical work such as software, network and security; and strategic roles in analytics, product and transformation.
Teams work cross‑functionally, blending product, engineering and operations to deliver customer services at scale. People often move between teams, with internal promotion a common path to new opportunities.
Real experiences show the mix of scale and speed. Colette Marais applies AI/ML in a startup‑style squad, while Justin Spyridis builds IoT solutions that span departments.
Indicative Glassdoor figures help set expectations: Product Manager and Solution Architect roles are at the top end, while analysts and engineers sit mid‑range. Location and scope change pay significantly.
Offices favour open, flexible spaces and learning supports like mentoring and structured development. These features, plus discounts on services, add to total career value.
Using this Telstra jobs application guide to take your next step
Use this final checklist to turn insights from the process into clear next steps.
Submit a tailored application, prepare a concise intro so the recruiter can get know little about your background, and plan answers for the interview format you expect. Confirm any accessibility adjustments early with the happy work recruitment team.
Align examples to the role and system so the hiring team links experience to impact for customers and services. Prepare for a video interview online and check references and security checks well before offer stage.
Shortlist roles, weigh team fit and future growth, consider the graduate program or Career Start – Edge program, then schedule focused prep time. Track each step and take the next opportunity with confidence.
